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We consider our people to be our greatest strength and are dedicated to creating a workplace that is inclusive, healthy, safe, and supportive of personal and professional growth. We believe that diversity and inclusion are essential in driving innovation and growth in the Company. Our approach to human capital is focussed on recognising people, rewarding careers, developing strong leaders, and delivering an exceptional employee experience aligned with our business aspirations.
training hours of workforce
increase in the representation of women in our permanent workforce
satisfaction on our employee engagement survey
Employees
Businesses should respect and promote the well-being of all employees, including those in their value chains
Businesses should respect and promote human rights
Occupational Health & Safety
Employment
At SRF, we believe in building a workplace where every individual feels valued, supported, and inspired to grow. Guided by our belief that people come first, we design meaningful roles and implement progressive, employee-focussed policies that promote a sense of fulfilment and well-being. Our culture is rooted in accountability, inclusivity, and creativity, motivating our people to pursue both personal and professional growth.
The detailed breakup of our workforce by category is depicted below:
| S. No. | Total employees by category | FY24 | FY25 | ||
|---|---|---|---|---|---|
| Male | Female | Male | Female | ||
| 1. | Senior Management | 71 | 4 | 72 | 5 |
| 2. | Middle Management | 214 | 21 | 220 | 25 |
| 3. | Junior Management | 702 | 131 | 732 | 138 |
| 4. | Non-Management Staff | 6076 | 183 | 6173 | 275 |
| 5. | Temporary/Contractual Workers | 7787 | 367 | 6659 | 512 |
We actively engage our workforce through a variety of initiatives like honouring the loyalty and dedication of our long-term employees through Long Service Awards and celebrate employee contributions with Protsahan events. To encourage team spirit and camaraderie, we organised annual sports tournaments to bring out the energy and enthusiasm of our employees. Additionally, we hosted summer carnivals for employees’ children and family picnics to reinforce our belief in building a workplace that values not just the individual, but their families as well.
We maintain a strong focus on promoting emotional and mental wellbeing of our employees. Understanding the significance of emotional and mental wellbeing in creating a productive, resilient and happy workforce, we undertook a range of initiatives including regular webinars emphasising the eight pillars of wellness, which encompass Intellectual, Occupational, Spiritual, Financial, Mental, Physical, Emotional, and Social dimensions.
To enhance our understanding of employee needs, we leverage on predictive modelling in HR analytics to gain insights into employee behaviours and trends, enabling us to make informed decisions that helps boost their engagement and wellbeing. We also have an Employee Assistance Program (EAP) which offers psychological counselling, diet and nutrition advice, legal and financial counselling, and stress control programmes.
Our offering to employees includes variety of benefits, including select club memberships and reimbursement for physical well-being expenses. Additionally, employees also have access to online doctor consultations through DocOnline Health, a convenient teleconsultation platform that connects them with doctors via chat, audio, phone, or video. We also encourage preventive health check-ups as part of our commitment to proactive health management.
During the year, we introduced maternity counselling program to offer essential prenatal and postnatal support to expecting mothers. The program offers necessary support and guidance to help them transition smoothly into parenthood. We have extended this service to the spouses of our male employees, reflecting our values and belief that caring for our people also means supporting their families. We have also developed a structured crèche management model to ensure safe, nurturing, and well-equipped childcare support for working parents.
We implemented compensation benchmarking strategies to ensure market-linked remuneration that promotes employee retention and foster parity within the organisation. Additionally, our Employee Value Proposition (EVP) emphasise on ‘‘trust and fairness’, ‘empowerment’ and ‘learning and growth’, which helps us attract and retain top talent while fostering a positive environment.
A fair and trustworthy organisation that empowers you to work freely, encourages learning and growth, while creating extraordinary experiences for all stakeholders
At SRF, we believe that the growth of our employees is closely tied to the growth of the Company. We stand committed to keep them skilled, competitive, and aligned with evolving industry standards. To support their all-round professional development, we offer a wide range of trainings, from hands-on, on-the-job learning to structured classroom sessions. We also conduct learning programmes and skill-building workshops including digital transition aimed at enhancing employee performance, productivity, and capabilities.
We ensure right guidance to our employees in the form of mentorship, leadership development program, and career assistance program to ensure they are comfortable in their current position and position post promotion. This approach reflects our commitment to keeping our workforce skilled, competitive, and aligned with evolving industry standards. During the year, we undertook several initiatives on Learning & Development for our employees.
| S. No. | Total training hours for permanent and contractual employees | FY24 | FY25 | ||
|---|---|---|---|---|---|
| Male | Female | Male | Female | ||
| 1. | Senior Management | 561 | 20 | 1310 | 65 |
| 2. | Middle Management | 7503 | 413 | 6197 | 1434 |
| 3. | Junior Management | 27105 | 4247 | 30644 | 4440 |
| 4. | Non-Management Staff | 151809 | 3119 | 109747 | 11197 |
| 5. | Temporary/Contractual Workers | 11427 | 506 | 25679 | 2879 |
‘Step-up’ workshop for first-time managers for developing managerial skills. The initiative was designed to support Officers as they transitioned into people management roles. During the year, 142 officers were part of the workshop.
To facilitate communication, we deployed our Marvellous Manager mascot, along with a module that displayed contrast in the characteristics of good and bad managers. This approach was designed to help participants better understand and remember the essential qualities of effective management.
We continue to prioritise skill enhancement for our workforce through structured, inclusive, and technology-enabled learning initiatives. We foster continuous learning and development across all levels through diverse approaches. This includes competency-based development with varied methodologies like classroom sessions, gamification, and experiential exercises for some, alongside a structured Skill Matrix driving targeted capability building for others. To support self-paced growth for everyone, we provide access to a rich repository of online courses and offline materials, ensuring an engaging and comprehensive learning experience for all employees.
Learning Management System (LMS) offers diverse learning content tailored to individual development needs. It helps in deepening technical, functional, and domain-specific knowledge across roles. Employees can choose from variety of modules ensuring an engaging and comprehensive learning experience.
For our women workforce, we introduced the ‘Aspire to Inspire’ developmental journey program to empower female officers by providing them with essential skills and insights to enhance their professional growth.
As part of the ‘Aspire to Inspire’ developmental journey program, multiple workshops were conducted to facilitate deep engagement and interaction among participants. Through a series of interactive activities, the participants explored critical topics related to leadership, communication, and personal development.
At SRF, we are committed to building a workplace where diversity, equity, and inclusion are part of our culture. We actively work to maintain an environment that welcomes people of all backgrounds, regardless of gender identity, age, ethnicity, sexual orientation, disability, faith, or marital status. We maintain a zero-tolerance policy towards all forms of harassment, addressing issues through strong and transparent mechanisms. We take pride not just in having a diverse workforce, but in ensuring every individual feels respected, valued, and able to thrive.
We have made significant strides in cultivating a more inclusive culture, primarily through impactful communication and targeted gender sensitivity training with an aim to address unconscious biases across our teams. Based on these initiatives, we saw 31% increase in the representation of women in our permanent workforce in FY25, demonstrating substantial progress towards our commitment for enhanced female participation.
Additionally, we ensure to maintain a strong support system for our people, including a robust Prevention of Sexual Harassment (POSH) framework with Internal Committees comprising trained and unbiased members. We have a 24x7 helpline number for registering complaints on POSH. In addition to this, we carried out Company-wide campaign including street plays to promote awareness on POSH and women’s safety. During the year, we also organised workshops on prevention of sexual harassment in vernacular languages for our employees to bring awareness and deepen participants understanding on recognising, preventing and addressing instances of sexual harassment.
We have taken meaningful steps to ensure support for people with disabilities. We keep conducting audits at all our facilities on parameters such as physical barriers, slope of ramps, accessible restrooms, and signage to identify areas for improvement and create a more inclusive environment.
Our skill evaluation system plays a key role in supporting the continuous learning and growth of our employees. It follows a structured approach to assess current skill levels and identify development areas, helping our workforce stay aligned with changing role requirements and organisational goals.
We assess skills using three parameters i.e. assignments, on-the-job observation, and interviews. Each parameter is designed to evaluate different aspects of employee performance, with appropriate weightage given to each method. These evaluations are conducted annually and cover a wide range of technical parameters such as job-specific skills, environmental and safety practices, chemical and energy management, emergency preparedness, logical reasoning, and aptitude.
This process enables us to identify skill gaps and provide targeted training and development opportunities. More than just a performance review, our skill evaluation system serves as a driver of continuous improvement, empowering employees to enhance their capabilities and grow their careers within the organisation.
At SRF, we are committed to respecting human rights and maintaining a workplace free from any form of discrimination or harassment. We follow a strict zero-tolerance on any violation of human rights and actively address grievances raised by our stakeholders. Our Human Rights Policy has been developed referring to internationally accepted standards such as International Labour Organisation (ILO). The Policy outlines our pledge to prevent child and forced labour, ensure equal opportunities, and comply with relevant labour laws.
We maintain a safe, healthy, and respectful work environment where employees feel secure and supported. Simultaneously, we encourage our employees and workers representations to provide inputs on improving working conditions through formal or informal communication. We also have robust systems for reporting human rights concerns, supported by our Code of Conduct and Whistle-blower Policy. Moreover, we make it our priority to ensure that our suppliers and contractors uphold the same human rights standards that we follow. Additionally, we invest in continuous skill development, health & safety initiatives and prioritise the overall well-being of our workforce.
We are committed to providing fair and equal opportunities for career growth to all our employees, including those returning from maternity or paternity leaves to echo our broader belief in creating a workplace rooted in fairness, inclusion, and respect for every individual.
| Parameters | FY24 | FY25 |
|---|---|---|
| Number of employees entitled to parental leaves during the reporting period | 7402 | 7640 |
| Number of employees who took parental leaves during the reporting period | 491 | 466 |
| Number of employees who re-joined back after parental leave and stayed with the organisation for 12 months | 478 | 459* |
*7 employees are continuing their parental leave. They will rejoin in FY26.
Recognising the hard work of our employees and workers is imperative to our overall growth. We consider that regular performance and career development conversations are essential to nurturing talent and unlocking potential within our teams. Employee evaluations serve as structured opportunities for employees and managers to align on performance expectations, review progress, and discuss future aspirations. We follow a structured approach to performance management that combines quarterly feedback along with a comprehensive annual review. This helps the employees stay aligned with their goals, understand expectations, and continuously improve their performance.
In addition to this, we conduct an annual performance mapping exercise that serves as the foundation for evaluating overall contribution and growth potential for our employees. While promotions take place each quarter based on business needs and individual performance, they are carefully guided by the outcomes of this annual appraisal process to ensure fairness and consistency.
We also encourage open dialogue about career interests, helping employees identify the skills they need to advance and create development plans accordingly. This advances our goal to foster a culture of learning, accountability, and continuous improvement at every level of the organisation.
At SRF, we have built a merit-based Rewards and Recognition program to encourage and retain a skilled and diverse team. This programme includes a mix of financial rewards, non-monetary appreciation, and both informal and formal recognition methods. Whether through informal appreciation or structured recognition programs, we aim to acknowledge and celebrate the contributions of our employees.
Recognition plays a vital role in our culture, and we bring this to life through our dedicated Rewards & Recognition Policy, PRAISE. This Policy is thoughtfully designed to offer a variety of formal and informal avenues to celebrate the efforts and achievements of our employees. Through this framework, we acknowledge contributions through spot awards, special achievement awards, and significant contribution awards. We also make space for everyday recognition with birthday vouchers, well done cards, thank you cards, and nice idea cards. One of the key highlights is our annual “Protsahan” awards, which acknowledges exceptional performances. To ensure that recognition feels meaningful and visible, our local HR teams regularly host individual or group events that publicly celebrate and appreciate the awardees.
We remain committed in ensuring a safe, healthy, and supportive work environment for all our employees and workers, including the contractual workforce. Our primary objective is to reduce workplace injuries and fatalities; and to prepare for and respond to emergencies by fostering a culture of safety across our operations.
| S. No. | Category | Unit | FY24 | FY25 |
|---|---|---|---|---|
| 1 | First Aid Injuries | No. | 196 | 202 |
| 2 | Lost Time Injury / Frequency Rate (per one million-person hours worked) |
No. | 0.19 | 0.18 |
To ensure this, we have implemented a robust health and safety management system at all our manufacturing facilities, aligned with the internationally recognised ISO 45001:2018 standards. Based on outcomes of internal assessments on health and safety parameters across our plants, our health and safety teams have robust action plans in place to ensure a safe and healthy workplace. Additionally, our EHS teams regularly engage with workers and workers’ representatives on improvement of working conditions.
We believe in maintaining a respectful and collaborative workplace. We strive to uphold conducive labour relations by fostering fairness, trust, and open communication across all levels of our organisation. Extending our commitment beyond regulatory compliance, we align our practices with international labour standards, including those set by the International Labour Organisation (ILO), and routinely conduct assessments to ensure we are meeting expectations and identifying areas for improvement. We ensure our workforce welfare measures – such as maximum hours of work, payment to workers on earned leave, etc. are robust and consistently upheld across all operations. We are committed to providing equal remuneration to our male and female workforce.
We also believe that a thriving workforce requires active participation and shared dialogue. To support this, we have set up various committees that bring together both management and non-management representatives. These include employee associations and committees for canteen management and health and safety as well. They serve as important platforms for raising concerns, sharing feedback, and working collaboratively toward solutions. We encourage and support these efforts as they help build a more inclusive and responsive workplace.
Maintaining trust and accountability is central to how we operate at SRF. That’s why we have built a culture that values open communication and encourages stakeholders – be it our employees, investors, partners, or shareholders – to voice their concerns, feedback, and suggestions.
We have implemented a structured grievance redressal system that includes individual feedback, surveys, and engagement through various associations. These mechanisms help us address a wide range of concerns, from policy-related matters and workplace conditions to health, safety, or employee conduct. This approach enables us to resolve issues efficiently while reinforcing our commitment to transparency, respect, and continuous improvement.
We are committed to managing a safe and secure work environment. To uphold this, we have robust health and safety training programmes and awareness sessions across our manufacturing units. These trainings are designed to proactively address potential risks, build a strong safety culture, and ensure adherence to all relevant regulatory standards. By equipping our workforce with essential safety knowledge, we ensure their well-being and operational excellence.
Hazard Identification and Risk Assessment
Machinery and Equipment Safety
Emergency Preparedness
Safe Work Practices
Chemical Handling and Safety
Health & Wellness
Higher earnings for the workforce and the Company
Expand intellectual assets, strengthening competitive advantage
Drive resource efficiency and reduce environmental footprints in operations
Optimal use and continuous improvement of Company assets, boosting productivity and asset longevity
Form meaningful connections, collaboration, and the ability to build trust and rapport with stakeholders
